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Women and Leadership: Leadership Characteristics of the Forum for African Women Educationalists (FAWE) and their Impact on the Education of the Girl Child in Sierra Leone

Abstract

This phenomenological study explored the leadership characteristics of the women leaders of the Forum for African Women Educationalists (FAWE) as advocates and their impact on the education of the girl child in Sierra Leone. Semi-structured, in-depth interviews were utilized to capture the lived experiences of ten women leaders of the FAWE, to answer the two research questions: what shared leadership characteristics exist among women leaders-as-advocates, and what is their traceable impact upon the education of the girl child in Sierra Leone? The findings from the first part of the research question indicated that women leaders in this context demonstrated the following leadership characteristics: internal, action-oriented, and circumstantial leadership characteristics. The findings for the second part of the question indicated that the women leaders utilized their unique leadership characteristics and made the following direct impact on the girls: educational and holistic impact. This study contributed to a deeper understanding of the unique transformative qualities that women leaders, particularly African women, bring in effective advocacy leadership. This study also contributed to the scholarly literature in filling a research gap about the characteristics of women leaders as advocates, and their impact on the education of the girl child in Africa, particularly in Sierra Leone. Research limitations and recommendations for future research were presented.

Towards a Model of Transformational Pastoral Leadership: A Socio-Rhetorical Analysis of Paul

Abstract

It is local pastors’ responsibility and the privilege of helping their congregational members to step into the transformation that God has called each of His followers to experience. God brings the transformation, but the local pastor helps to facilitate it, and must lead in a manner that brings their congregational members to a place where they can grow and mature, being continually transformed into the new creation to which God has called them. Therefore, pastoral leadership must be transformational in nature, ushering in the transformational change that comes with spiritual maturity and growth. I sought to examine the Book of Philippians through a social rhetorical analysis to answer three questions. Firstly, what are the implications of transformational leadership from a biblical perspective? Secondly, what are the implications of pastoral leadership from a biblical perspective? Thirdly, does the Book of Philippians offer a biblical framework for transformational pastoral leadership? If so, what are the constructs? Through analysis, I identified twelve themes regarding transformational leadership and pastoral leadership. I identified three themes surrounding transformational leadership: (a) needed transformation; (b) distinctively transformed behavior; and (c) ongoing transformation. I identified nine themes surrounding pastoral leadership: (a) godly examples; (b) personal attention; (c) authentic behavior; (d) gospel infusion; (e) corrective (f) teaching; (g) clarity of vision; (h) humility, (i) sacrifice; and (j) looking to Christ. Through the social rhetorical analysis, I identified a clear and strong framework for a model of transformational pastoral leadership, containing six constructs: (a) eternal perspective; (b) Great Commission driven; (c) humbly sacrificial; (d) personal involvement; (e) Scriptural evaluation; and (f) Christ dependency.

The Moderating Role of Subordinate Political Skill in the Relationship Between Abusive Supervision and Affective Organizational Commitment

Abstract

This study responded to the need for additional research into abusive supervision (a) from a subordinate perspective, (b) on effective coping strategies, and (c) using broad leadership concepts. The dissertation examined the moderating role of subordinate political skill in the negative relationship between abusive supervision and the outcome of affective organizational commitment. This quantitative study surveyed employees’ perceptions of their experiences of abusive supervision, their political skill, and their affective organizational commitment. Participants consisted of adult full-time employees in the United States who have worked at their present place of employment for at least 5 years and who interact with their abusive supervisor at least weekly. Multiple regression analysis revealed that social astuteness moderated the negative relationship between abusive supervision and affective organizational commitment; however, interpersonal influence, networking ability, and apparent sincerity did not moderate this relationship. This study provides a more intricate explanation of the impact of abusive supervision on affective organizational commitment. Social astuteness, as carried out by subordinates, functions as an effective coping strategy. This investigation opens up many opportunities for future research on the role of social astuteness in moderating the negative outcomes of abusive supervision, which will continue to contribute to the growing understanding of, and solutions to abusive supervision.

The Last Discourse: Jesus and Sensegiving in the Gospel of John

Abstract

The purpose of the study rested in seeking the sensegiving practices Jesus used and expressed in the last discourse to the disciples in John 14-16 and how those practices inform what scholars have proposed about sensegiving in organizational change. John 14-16 includes Jesus’s last words directed toward the disciples before his death and resurrection. As the most extended section of dialogue attributed to Jesus in the New Testament, the text focuses on Jesus‘s verbal attempts to help the disciples make sense of his impending departure. As such, the text provides a significant data set to analyze in terms of rhetorical sensegiving practices by a leader preceeding a substantial change. The analysis supported previous research that has highlighted the role of the leader as a meaning maker and sensemaker, the need to address both cognitive and emotional aspects in sensegiving, and the use of persuasive methods in sensegiving. The sociorhetorical inner-texture analysis of John 14-16 produced two principles, several methods, and several functions related to sensegiving. First, the study provided the principles of attending to relationship and role ambiguity as important components the sensegiving process. Second, the analysis provided a clear picture of the use of persuasive and cognitive methods in managing and guiding affective states during sensegiving. Finally, the analysis provided support for the functions of the last discourse as empowering, advising, consoling, teaching, and critiquing and also provided a link to and expression of these functions as part of the sensegiving process.

Follow the Leader: Middle Management and Supervisors

Abstract

The current organizational landscape, with its calls for flexibility, innovation, and rapid response to change, has resulted in increased work demands and longer working hours for many employees (Brett & Stroh, 2003; Lewis & Cooper, 2005).

Also, access to technology, such as smartphones, widespread internet, social media, and video chatting, has increased the amount of time people spend working (Voydanoff, 1988), thus making work-life balance (WLB) an important social and organizational issue (Kanwar et al., 2009). Many organizations have implemented family-friendly workplaces for their employees (Kossek & Van Dyne, 2008; Lobel & Kossek, 1996). Research has suggested that supportive supervisor behaviors might influence employees’ perceptions of family-friendly programs (Batt & Valcour, 2003; Thomas & Ganster, 1995; Thompson & Prottas, 2005). However, few studies have examined the effects of leadership as it relates to promoting the success of family-friendly programs and WLB. The purpose of this qualitative, phenomenological study was to examine the extent to which managers and supervisors practiced and expressed value for work-life balance impacts on their organization’s commitment to implementing family-friendly workplace policies. The ultimate goal of this study is to answer the question: “Do middle managers and supervisors practice work-life balance within their own lives?” Both Kahn et al.’s (1981) role theory and Grandey and Cropanzano’s (1999) conservation of resources (COR) model were used as theoretical frameworks for this study. This study utilized seven standardized open-ended questions to explore strategies used by 13 managers and supervisors to achieve work-life balance. The findings in this study support the literature surrounding those in the modern-day workforce working long hours and not being able to complete daily tasks by the end of each workday. Also, the managers and supervisors in this study with children at home experienced more challenges in the family domain. Furthermore, the new normal of COVID-19 and its effect on the external environment has created different types of challenges for both the managers and supervisors and the organizations where they are employed.

Generative Leadership: A Case Study on Senior Leaders in the Council for Christian Colleges and Universities

Abstract

The purpose of this research was to bring greater insight to the concept of generative leadership. The value of this study is both practical and academic. Leaders aspiring to increase their generative leadership and researchers wishing to better understand the nuances of generative leadership will benefit from the results. The conceptual background that forms the basis for generative leadership stems from Erikson’s (1950, 1968) work on generativity as a core construct in social and personal development theory. According to Ghislieri and Gatti (2012), Erikson’s focus on generativity is ultimately “a concern for establishing and guiding the next generation, a call for care and oriented towards making others grow” (p. 263). According to Surie and Hazy (2006), generative leadership is ultimately a management process orientation, a way of viewing relationships, organizational processes, and the management structure itself. This study takes Hazy and Uhl-Bien’s (2015) suggestion for further research in understanding generative leadership by asking the research question, What are the key behaviors and decisions of effective generative leaders? In order to better understand the behaviors and decisions of effective generative leaders, I used a case study methodology. Participants included five senior leaders from the Council for Christian Colleges and Universities (CCCU). The participants were selected using a purposive sample that resulted from the recommendations of industry professionals. Data was collected through semi-structured interviews with each senior leader individually. Data was analyzed using a two-phase coding approaching through descriptive coding (Phase 1) and patterning coding (Phase 2). Thirteen themes emerged from the coding analysis that helped answer the research question. The 13 emergent themes included intentional relationships, leadership confidence, development orientation, authentic leadership, spirituality, informed decision making, resourcing staff, anchored leadership, leading self, focused leadership, optimism, honesty, and humility. As a result, researchers and practitioners now have a greater knowledge base of generative leadership, helping to inform future research and provide practical application for generative leaders.

Leading from a Transformed Heart: A Content Analysis of Biblical Pivotal Moments in the Life of the Apostle Peter

Abstract

In this research I examined the significance of leading from a transformed heart by exploring the spiritual formation process of the Apostle Peter. The focus of the study was on the leadership lessons that could be learned through a qualitative content analysis of 11 biblical pivotal moments purposefully selected from Peter’s life. I also examined what happened to transform the Apostle Peter by moving him from cowardice to unshakable courage as well as what mandates existed regarding the lessons learned from Peter’s spiritual formation through the lens of a heart transformation perspective. It was important to determine whether these lessons and mandates could be replicated in organizational leadership, and if so, in what manner. The purpose of the study was to bring potential insights on how to develop an obedience like Peter as faith in action. As part of the study I shared recommendations on the why and how for shaping the heart of Christian leaders as a part of their spiritual formation journey. Through the study of the Apostle Peter, as biblical role model and exemplar, my research contributed to scientific literature on contemporary leadership through leadership lessons and leadership principles that could be replicated in organizational leadership. An updated Petrine Empowerment Model, a Petrine Spiritual Formation Stage Model with nine characteristics, and the heart order from an untransformed heart towards a transformed heart in the spiritual formation process were key outcomes of this study. Each narrative of the 11 pivotal moments was summarized in an analytical memo and consolidated for a reflective overview, analysis, and discussion of results. The findings were coded and condensed into categories and themes that derived conceptual leadership lessons and leadership principles for modern-day organizational leadership. The goal of this research was to contribute to the body of knowledge regarding spiritual formation and leading from a transformed heart, to provide a Petrine Empowerment Model and an updated Petrine Spiritual Formation Stage Model based on the results of the 11 pivotal moments in Peter’s life, which acts as a catalyst for developing and enriching the capacity of Christian leaders globally.

The Transformational Leadership of the Apostle Paul: A Socio-Rhetorical Analysis of Philippians 1

Abstract

This study examined the Apostle Paul’s transformational leadership in the first chapter of the Epistle to the Philippians. Socio-rhetorical analysis was used in this exegetical study. Seven leadership practices were identified: (a) leadership characteristics relating to leadership process, (b) modeling the way, (c) coaching and training followers, (d) challenging the process, (e) elevating values, (f) challenging followers’ own beliefs, and (g) appealing emotionally and wholeheartedly. The exegetical process showed that the leadership practices Paul demonstrated in Philippians 1:1-30 support the components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Regarding transformational leadership from a Christian perspective, as an example of a transformational leader, Paul equipped the Philippians for continually proclaiming the good news of Christ, with the goal of developing spiritual maturity and a deeper relationship with Christ. In addition to identifying the lessons that can be learned about transformational leadership from a Christian perspective, findings showed several ways of combating pseudo- transformational leadership. Paul demonstrated and modeled the way to combat pseudo-transformational leadership from a Christian perspective by (a) calling servant leadership; (b) showing individual consideration, especially encouraging followers to grow agape love with knowledge; (c) not seeking one’s own interests, but seeking others’ interests; and (d) raising the level of moral values of suffering for the sake of Christ. Based on the nature of this study, several books are recommended for future research projects: (a) the book of Colossians; (b) the book of 1 Corinthians; and (c) the book of Philippians as a whole.

Curiously Connected: A Holistic Case Study of Identity and Leadership Within Multiethnic, Faith-Based, Small Groups

Abstract

The complex dynamics between ethnicity and religion have resulted in a segregated American religious landscape. The majority of churches are ethnically divided. As leaders have begun to address this issue and build multiethnic faith communities, little multiethnic research has existed on a small group level of analysis. This study filled this research gap by examining leadership and identity within multiethnic, faith-based small groups. Using a qualitative, multiple-case study framework, the study looked at three different multiethnic groups. The theoretical framework included social identity theory, optimal distinctiveness theory, the small group movement, church growth theory, and the homogenous unit principle. Data collection included group visits, online questionnaires, and in-depth interviews. The purpose of this study was to understand how multiethnicity impacted identity and leadership in small group settings. The study proposed a model for multiethnic leadership and identity that integrated the research results with the graduated inclusion model and optimal distinctiveness theory. Multiethnic leadership cultivated a culture of curiosity and caring hospitality, focused on similarities, and integrated uniqueness with cultural bridges and teamwork. Multiethnic identity normalized multiethnicity and denormalized ethnic homogeneity, resulting in group curiosity, trust, belonging, and satisfaction. The results of this study expand previous theoretical understandings and can be applied to multiethnic, faith-based small group leadership networks.

Generativity Among Hispanic and White Evangelicals in the United States: A Quantitative Study of Ecclesial Values and Practices

Abstract

This research attempted to answer the challenge from various scholars (Hart, McAdams, Hirsch, & Bauer, 2001) to study trends of generativity further among Hispanic American and European American evangelical church leaders and church attendees. Increasing ethnic diversity and immigration has brought new complexities to the process of intergenerational faith experience and relational connection in ecclesial and familial settings that warrants further investigation and consideration. A dilemma exists today in that the current generation behaves more selfishly than previous generations. As a result, this behavior compromises generativity and societal sustainability and will incur costs for the current and next generation—the generativity crisis (Fisher, Irlenbusch, & Sadrieh, 2004). One of the most troublesome trends facing evangelical churches in the United States today is intergenerational division in the form of relational disconnect and the lack of intentional generative practices (Powell, Mulder, & Griffin, 2016). This trend has contributed to a decline in older denominations being able to enlist younger pastors and attendees, as well as many older leaders failing to develop healthy succession plans and strategies. Are Hispanic Christians in the United States more likely than White Christians to engage in generative practices? The study is the first to examine this question. The method of research was a quantitative study utilizing the Loyola Generativity Scale as a primary tool of measurement. A sample drew from among Hispanic American and European American church leaders and attendees from several evangelical churches in the United States. A t-test process determined the analysis of data.